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HR Dimensions

HR Dimensions

I would like to brief you on some of the key aspects that mark the paradigm shift in the HR environment towards better management prospects.

hr dimensions

1. The Human Resource function has shifted its focus to a much wider canvas that includes

  • EMPOWERMENT OF EMPLOYEES
  • RESTRUCTURING THE ORGANISATION and so on. 

2. A range of HR sub-systems are involved in

  • PLANNING THE NUMBERS
  • TYPES AND SKILLS OF HR
  • ENSURING THEIR AVAILABILITY
  • PLACING IN THE RIGHT JOB
  • PROMOTING AND NURTURING THEIR MENTAL HEALTH
  • HELPING THEM DEVELOP SPECIAL TALENT AND SKILLS

3. Human Resource is considered as an “investment” and no more an “expenditure”.

Investment in

  • TRAINING
  • RE-TRAINING and
  • CONTINUOUS LEARNING ON THE JOB develops the skills and competences of managers and employees and prove to be an useful investment.

4. The concepts  of

  • LEARNING ORGANISATIONS and
  • TEAM-BUILDING serves a basis for “Competitive advantage” and “Motivating the employees.”

5. Values that are stressed upon are

  • CO-OPERATION
  • HARMONISATION
  • SYNERGY
  • TRUST
  • BEING PRO-ACTIVE
  • COLLABORATION

6. Strategy:

  • VISION
  • MISSION
  • OBJECTIVES
  • GOALS- How these can be achieved?

The techniques that are basically holistic in nature can solve the purpose. Such techniques involve

  • SEWA– Self mastery, Empathy for workers, Worker-directedness and Achievement in performance
  • ABO-Action by Objective

These techniques produce performers who find their way through any set of given problems, manage themselves and lead the team to a stae of self- realisation.

Let us make a sincere comparison between the past and the present in terms of HR perspective.

 Old model vs New model

1. Job was the basic unit/ Team is thebasic unit

2. Relations with environment there handled by the individuals/ Densely networked with environment

3. Information flow was vertical/ now it is vertical, horizontal and holistic

4. Many layers of management / Organisations have become flat

5. Emphasis on structures/ Emphasis on process and literally virtual organisations have evolved

6. Career path upward and linear/ career path lateral and flexible

7. Standardised evaluation and reward system/ Customised evaluation and reward system

8. Ethnocentric/ International

9. Single strong culture/ Multicultural and diversity of viewpoints and behaviour

 A comparison between Personnel management and Human Resource management

 Dimensions                   Personnel management       HR management

Time and planning                     Short term, ad hoc                        Long term, pro-active

Psychological contact              Compliance                                      Commitment

Control systems                          External control                            Self control

Employee- relations                  Low trust                                          Individual, developed

Preferred roles                            Bureaucratic, formal                   Organic, flexible

Evaluation- criteria                   Cost- minimisation                       Maximum utilisation

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